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首页> 外文期刊>International Journal of Business and Management >The Manager’s Paradox: Differential Treatment without Favoritism
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The Manager’s Paradox: Differential Treatment without Favoritism

机译：经理人的悖论：没有偏vor的差别待遇

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摘要

Managers and supervisors at all levels of organizations face an ongoing interpersonal paradox. Due to individual differences and role identities, managers must adapt communication and motivation techniques according to differential employee needs and goals. But as soon as managers start to communicate and interact with employees in different ways, they run the risk that their actions will be perceived as inconsistent or unfair. This complex set of interdependent challenges, where managers have seemingly contradictory expectations regarding employee communication, treatment, and perceptions, can be referred to as the manager’s paradox. This paper will outline the contextual factors that foster the manager’s paradox, discuss a specific set of challenges related to the manager’s paradox, and provide key strategies for navigating and balancing the manager’s paradox. The goals are to shed new light on the challenges of managing people, outline suggestions for improving management effectiveness, and provide ideas for reducing the stress associated with managing people.
机译：组织各个级别的经理和主管都面临着持续的人际矛盾。由于个人差异和角色标识，管理人员必须根据差异的员工需求和目标来调整沟通和激励技巧。但是，一旦经理开始以不同的方式与员工进行沟通和互动，他们就会冒着被认为自己的行为前后矛盾或不公平的风险。这些复杂的相互依存的挑战（经理对员工的沟通，待遇和看法似乎抱有矛盾的期望）可以称为经理的悖论。本文将概述造成经理悖论的背景因素，讨论与经理悖论相关的特定挑战，并提供导航和平衡经理悖论的关键策略。目标是为人们管理的挑战提供新的思路，概述提高管理效率的建议，并提供减轻与人管理有关的压力的想法。

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